Insights
Inviting someone to an online assessment is straightforward and quick. But what do you effectively own with such an online assessment?
Personality
What motives, talents, and qualities does someone possess? What pitfalls, allergies, and challenges are they faced with? What role does someone easily take on in a group? Where does someone's potential lie? To what extent can someone adapt, solve problems, and contribute to innovation and renewal? These and many more questions can be answered with our online assessments..
The questionnaires are available in Dutch, English, French, and German for secondary vocational education (vmbo), intermediate vocational education (mbo), higher vocational education (hbo), and academic education (wo) levels.
Communication Style
The Communication Style questionnaire reveals how someone prefers to communicate. It measures two dimensions: How someone positions themselves in a conversation (control) and what someone prefers to talk about (content). With these two dimensions, we have four communication styles that are all present within a person, to a greater or lesser extent. This insight can help become more effective in communication.
Character Profile
The Character Profile questionnaire maps out motivations: what are someone's values, needs, and preferences? The profile reveals, for 8 different motivations, what energizes someone and what drains their energy. There's no 'right' or 'wrong'; it's about someone's preferences.
Competencies
Competencies go one step further: they show what someone finds (less) easy compared to others. It makes the growth opportunities and talents of an employee visible. It also concretizes the behavioral potential for the future, and for that reason, it's valuable to use the insights competencies give you, in development and selection.
Work and Thinking Level
Intellectual capacity tests demonstrate people's general learning ability and their speed of comprehension. There are three versions adapted in terms of language, content, and length to the educational level of the target audience.
Stress and fear of failure
How does someone react to stressful situations? To what extent is someone driven to achieve success and inclined to avoid the possibility of failure? What does this mean when it comes time to deliver performance?
Please note that these questionnaires are available in Dutch only
Coping
Coping indicates how people respond to stressful situations and events. Not every reaction is equally effective when it comes to preventing health issues and maintaining well-being. In the long run, this can even lead to health disorders. Coping demonstrates the ability to adequately process emotionally distressing events.
Please note that this questionnaire is available in Dutch only
Fear of Failure and Achievement Motivation
Fear of failure and achievement motivation both influence someone's work attitude and productivity.
- Achievement motivation is the drive to achieve success.
- Fear of failure leads people to avoid failure and situations where there is a chance of failure.
The combination of fear of failure and achievement motivation results in four different forms of work attitude. These four types can be motivated in different ways and respond differently to pressure and setbacks.
Please note that this questionnaire is available in Dutch only
Interests
To gain a sharper understanding of people's interests regarding educational directions, professions, and industries, affinity questionnaires are utilized. These questionnaires do not rely on the candidate's knowledge of various professions; instead, they inquire about preferences for specific activities.
Various types of affinities are identified:
- What do I enjoy doing? These are interests related to the content of the work.
- How do I want to do my work? These are preferences for activities and work methods, regardless of the content of the work.
Please note that this questionnaire is available in Dutch only
Group profiles
Individual results are also easily combinable at the group level. This provides quick and clear insight into the team with its strengths, complements, blind spots, and deficiencies. Group profiles are available in the following three areas:
360º feedback
A 360-degree feedback round consists of the Communication Style and/or Character Profile questionnaires, optionally supplemented with open-ended questions focused on the strengths and development areas of the feedback recipient. Both feedback recipients and feedback providers answer the questionnaires: the feedback recipient about themselves and the feedback providers about the feedback recipient. The results from both feedback providers and recipients are compiled into a single profile, allowing for immediate visibility of similarities and differences.
Development tips
With an online assessment, you have gained insight into the competencies of your candidate. How do you then help the other person further develop desired competencies? The system is equipped with a wide range of development tips and other relevant information. All this information is contained in the so-called 'Development Guide'. The following components are available for all competencies at all levels of education.
Developability
To what extent is a competency developable? Generally, competencies that involve knowledge and skills are easily developed. Competencies that are closer to personality traits are usually much more challenging to develop. However, the developability of a competency does not necessarily mean that everyone can achieve the same level or progress at the same pace with equal ease.
Competency Extremes
With competency extremes, you gain insight into the qualities and pitfalls of both higher and lower scores. A high or low score on a competency is not inherently good or bad, but may be more or less appropriate in a particular context (such as role or function).
Development advice based on Kolb's Learning Styles
Individuals differ in how they learn, how they absorb and process information, and thus how they engage with learning materials and activities. David A. Kolb has defined four learning styles: the thinker, the doer, the decider, and the reflector.
Please note that this is only available in Dutch
Literature recommendations
Each competency is accompanied by a bibliography consisting of scientifically grounded books and articles that aid in the development of the respective competency.
STARR questions
The STARR methodology is the ideal way to inquire about factual behavior. With this method, you gain a reliable understanding of someone's behavior and performance through the manner of questioning. It operates according to a fixed question structure of Situation, Task, Action, Result, and Reflection.
Please note that this is only available in Dutch
Core Quadrants
For each competency, one or more core quadrants are available. The core quadrant, developed by Daniel Ofman, is a model that illustrates the interplay of a quality with its pitfall, challenge, and allergy.
Tips for the Manager
What can a manager do to assist an employee in developing a competency? The Development Guide provides tips categorized into three categories: inform, assist, and refer. Additionally, it offers hands-on assignments that the manager can give to their employee.